師徒功能與訓練遷移之關係：以受訓動機為中介變項

Abstract

本研究旨在探討師徒功能、受訓動機以及訓練遷移之間的關係。研究採調查研究法，問卷針對在台灣地區有實施師徒制之五家銀行保險公司作為發放對象，共發放師父與徒弟配對問卷155對，回收117對，有效問卷共109對，有效回收率為70.32%。所蒐集的資料經描述性統計、相關分析、迴歸分析等方式進行分析與驗證。本研究獲致的結論如下：(1) 企業實行師徒制時，徒弟認知到的師徒功能愈高愈有助於提升徒弟的受訓動機；當徒弟的受訓動機愈高時，訓練遷移成效會有明顯的增強；故本研究驗證了師徒功能與受訓動機，以及受訓動機與訓練遷移之間的正向關係。(2) 徒弟的受訓動機對於師徒功能與訓練遷移之間的關係具有「完全中介」的效果。

The purpose of this study was to explore correlations among mentoring function, trainee motivation and transfer of training. By way of a questionnaire survey, the subjects of this study were the mentors and their mentees protégés. Totally, 155 pairs of dual questionnaire were mailed out and 117 pairs were returned, among which 109 pairs were valid. The percentage of valid returned questionnaire is 70.32%. The collected data was analyzed and verified by descriptive statistics, Pearson’s correlation analysis and regression analysis. The results of the study revealed the following: (1) When the enterprise implements mentoring, the more mentoring function protégés perceive from the mentoring, the higher protégés trainee motivation is generated; and transfer of training increases noticeably when protégés have high trainee motivation. This finding verifies that the positive correlation between mentoring function and trainee motivation of the protégés, and between trainee motivation and transfer of training. (2) Trainee motivation of the protégés indicates a fully mediating effect on the link between mentoring function and transfer of training.